Novell, during my tour of duty 95 - 2000, never looked at current openings / needs and attempted reassignment internally prior to, nor during a layoff. It was their philosophy (as I learned from my stint working in HR) to execute the layoffs, then those employees could apply for an existing opening and earn the job the traditional way. It has worked to the advantage of the employee as they exit with a package then get hired for another job within the company.
On a side note: those who were there will well remember that in the days of Ray Noorda, layoffs were dark and ominous, more so than recent history. Two to three weeks prior to the layoff, all open positions would be frozen and a deep foreboding would settle across the entire company. A "target" list was then created starting with Ray's personal blacklist followed by a review of other positions not needed. The positions that were vacated were renamed and responsibilities altered and / or they would appear on the open position list some 30 to 60 days later, sometimes sooner, the point being that prior to the layoff, and for a period afterward, all positions were frozen, no chance of reentry. On 5/4/2011 2:51 PM, Charles Curley wrote: > On Wed, 04 May 2011 13:12:02 -0600 > Steven Alligood<[email protected]> wrote: > >>> Wait ... Novell just laid off people, and they're hiring at the >>> same time? >> sadly, that's fairly normal for them. > It's not uncommon for any large company. Division A may be shrinking > and Division B growing. > /* PLUG: http://plug.org, #utah on irc.freenode.net Unsubscribe: http://plug.org/mailman/options/plug Don't fear the penguin. */
